New Castle County Government

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1 New Castle County Government Workforce Diversity Report 2016 Office of Human Resources New Castle County, Delaware 87 Reads Way, New Castle, DE Submitted by the Office of Human Resources May 2017 As of December 31, 2016 An Equal Opportunity Employer

2 Table of Contents New Castle County Government Workforce Diversity Report 2016 Table of Contents Introduction Snapshots of County Workforce as of December 31, NCC Diversity Policy Statement Executive and Legislative Commitment Vision Statement Diversity Strategies Diversity Initiatives Office of Human Resources Update Tables: Census Data Tables: Employees and Available Workforce by Occupational Groupings Table: Full-time employee population 12/31/07 12/31/ Table: Part-time employee population 12/31/07 12/31/ Tables: New Hires, Promotions and Reclassifications Appendices Appendix A Appendix B Appendix C Appendix D Appendix E Appendix F Appendix G Appendix H Appendix I Diversity Commission Charter Full-time County Employees by Pay Grade Training Disciplines Full-time County Employees by Department Public Safety Employees by Division Terminations NCC Employees by EEO-4 Category Available Workforce, NCC, by EEO-4 Category NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 1

3 Introduction New Castle County Government is a local government agency in the State of Delaware. The County provides an array of valuable public services in the areas of public safety, public works, land use planning, parks, libraries, housing, and recreation activities, among others. We employ many different types of workers to provide these services including skilled and unskilled labor, clerical, technical and administrative workers, emergency medical and emergency communications employees, law enforcement, supervisory, and professional and managerial personnel. As of December 31, 2016, the County employed a total workforce of 1,931, including 1,472 full-time employees. Approximately 86% of the full-time employees are organized into six different Union locals. Another 7% are non-union but covered under Chapter 26 of the New Castle County Code (the Merit System). The remaining (7%) are elected officials, appointed senior managers and executive assistants. The workforce is made up of 961 males (65%) and 511 females (35%). The average employee participating in a pension program is years of age with years of service. New Castle County Government also employs a large seasonal and part-time workforce; the number of which varies over the course of the year. As of December 31, 2016, there were 459 part-time and/or seasonal employees, including 129 School Crossing Guards (also unionized) and 234 part-time library workers (including 13 unionized employees). During the summer months, this number increases depending on the number of summer youth participants and federal or state grants awarded. Our employees are our most valuable asset with personnel costs accounting for approximately 78% of the County s general fund. In order to be successful in today s economy, the County must operate like a business. Because the population is so diverse, and because of the increasingly global nature of business, the skills and training needed to succeed in business today demand exposure to widely diverse people, cultures, ideas and perspectives. Employees at every level of an organization must be able to work effectively with people who are different from them. The charts on the following pages provide a snapshot of the distribution of the County workforce by union affiliation, full-time/part-time status, and gender and ethnic group, as of December 31, This is followed by the County s diversity policy statement, executive and legislative commitment, the County s vision for diversity, as well as initiatives and additional tables regarding hires, promotions and reclassifications. The Appendices appearing at the back of the report include the Charter for the Diversity Commission as well as detailed statistics by gender and ethnic group by department and pay grade, as well as for training, disciplines and terminations for the period January 1, 2012, through December 31, NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 2

4 SNAPSHOTS OF COUNTY WORKFORCE AS OF DECEMBER 31, Chart 1. 1,472 Full-time Employees by Union Code as of 12/31/16 1, FOP Sheriff Merit Appoint. Elected Number ,472 age 16.1% 23.6% 6.7% 12.2% 26.8% 0.5% 6.9% 5.9% 1.2% 100.0% LEGEND 459 AFSCME Local 459 Skilled and unskilled labor 1607 AFSCME Local 1607 Clerical, administrative and technical employees 3109 AFSCME Local 3109 Professionals, managers and administrators 3911 AFSCME Local 3911 Emergency services employees FOP Fraternal Order of Police Police Officers Sheriff Fraternal Order of Police Deputy Sheriffs Merit Non-Union Classified Merit System employees Appoint. Appointed by Elected Official Elected Elected Official NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 3

5 2,500 2,000 1,500 Chart 2. 1,931 Employees by Full-time/Part-time Status as of 12/31/16 1,472 1,931 1, Full-time Part-time/Seasonal Number 1, ,931 age 76.2% 23.8% 100% NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 4

6 SNAPSHOTS OF COUNTY WORKFORCE AS OF DECEMBER 31, 2016 (Continued) Chart 3. 1,472 Full-time Employees by Gender as of 12/31/ , Number ,472 age 65.3% 34.7% 100% Chart Part-time Employees by Gender as of 12/31/ Number age 26.4% 73.6% 100.0% NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 5

7 SNAPSHOTS OF COUNTY WORKFORCE AS OF DECEMBER 31, 2016 (Continued) American Indian/Alaska Native Chart 5. 1,472 Full-time Employees by Ethnic Group as of 12/31/16 Asian/Pacific Islander 220 Black/African American Hispanic / Latino Number ,171 1,472 age 0.4% 1.2% 14.9% 3.9% 79.6% 100.0% 57 1,171 1, American Indian/Alaskan Native Chart Part-time Employees by Ethnic Group as of 12/31/16 20 Asian/Pacific Islander 104 Black/African American Hispanic / Latino Number age 0.7% 4.4% 22.7% 2.0% 70.4% 100.0% NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 6

8 The New Castle County Diversity Policy Statement is provided to all new employees on their first day of employment: New Castle County Diversity Policy Statement New Castle County is committed to a policy of full participation of all individuals and the promotion of diversity in any program or activity of the government. No person shall be unlawfully discriminated against in employment practices, personnel actions, or the selection of vendors or contractors. The County s workforce should mirror the community which it serves. Vendors and contractors should reflect a similar standard of community diversity. This commitment to the citizens of New Castle County as their government for the people will promote continued excellence in County Government. Diversity demonstrates that individuals will be selected for opportunities without regard to gender, race, color, religion, age, national origin, ancestry, disability, sexual orientation, veteran, or disabled veteran status. Employment and personnel actions relate to recruitment, hiring, promotion, reclassification, training, compensation, benefits, transfer, layoff, recall and all other terms and conditions of employment. The department general managers and row officers, working in conjunction with the Office of Human Resources, are charged with the responsibility of issuing procedures, directives or instructions to effectuate this concept and with establishing, monitoring, and evaluating the progress of this concept to ensure equal employment opportunity. Consistent with this commitment to diversity, the County expects a similar commitment of its contractors, sub-contractors, and vendors. The Office of Administrative Services shall monitor each contractor s certification in order to verify that they are an equal opportunity employer. NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 7

9 Executive and Legislative Commitment New Castle County is fully committed to diversity in the workforce in all aspects of employment and is guided by its policy of providing equal opportunities, as stated in the New Castle County Code, Section Sec Workforce diversity and equal employment opportunity A. It shall be the policy of the County that all personnel activities will be conducted in a manner as to ensure equal opportunity for all and ensure that the workforce is representative of the community which it serves. Such activities will be based solely on individual merit and fitness of applicants and employees related to the specific jobs and without regard to race, color, religion, gender, age, national origin, physical disability, political affiliation or other non-merit factors, except in those cases where specific age or physical requirements constitute a bona fide occupational qualification necessary to proper and efficient administration. B. The County shall maintain a planned, aggressive, coherent, management program to provide for diversity in the workplace. Such program shall be embodied in a workforce diversity plan, which is a written document through which the County shall ensure that all persons have equal opportunities in recruitment, selection, appointment, promotion, training, discipline and related managerial areas. C. The workforce diversity plan shall be maintained in current status in accordance with federal requirements and shall include goals, timetables, responsibilities and resources to meet identified needs on the part of the County government generally and of the various departments and agencies of the County specifically. D. The County Executive shall have full responsibility for ensuring implementation of the workforce diversity plan. The County Executive shall have the authority to utilize any County personnel to assist in fulfilling these responsibilities and shall have the authority to designate an employee to act as the agent of the County Executive in ensuring the implementation of the workforce diversity plan. Accordingly, a department general manager must review each employee selection or promotion with the Chief Human Resources Officer prior to the selection or promotion being finalized. The employee designated by the County Executive may be required to approve a selection or promotion prior to notification of the applicant or employee. E. All sections of this Chapter notwithstanding, appeal rights shall be granted to any individual who believes he or she has been discriminated against because of race, color, religion, gender, age, national origin, physical disability, political affiliation or other non-merit factors and has been denied equal opportunity in recruitment, selection, appointment, promotion, training, discipline and related managerial areas because of the same. Such appeal rights shall be exercised in accordance with the grievance procedure set forth in this Chapter and the rules and regulations under which the Human Resources Advisory Board shall render the final decision, should appeal to that body become necessary. The Diversity Commission is composed of seven members and meets the second Monday of the month at 4:00 p.m. in the New Castle County Government Center. The commission does not meet in January, May, June, August or December. The charter for the Diversity Commission is included in the Appendices. NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 8

10 New Castle County - Diversity Vision Statement New Castle County Government is inclusive in all of its internal and external operations. A diverse workforce and business partnerships are key to our ability to effectively serve an increasingly diverse community. Diversity is a critical County priority, which enriches the community and results in quality service to all its citizens. Diversity Strategies The diversity strategies include but are not limited to the following: Recruitment Outreach & Employment Recruiting Philosophy of New Castle County: Every level of management is responsible for staffing in his/her department. The Chief Human Resources Officer will make every good faith effort to ensure that each vacant position has a diverse slate of talented applicants by using available internal and external resources. Every staffing and selection effort should seek to increase the diversity and overall talent level of New Castle County. Communications Internal and External Utilize internal and external resources to assist in strengthening communications within the workforce and with external customers regarding the County s goals, objectives, and accomplishments in establishing and maintaining an inclusive workforce. Leadership Provide the direction and guidance for management employees to be able to lead effectively. This includes having the knowledge and capability to manage diverse groups. Training Create and sustain an environment in which all employees can achieve their full potential through their individual and team contributions, resulting in increased productivity and a competitive advantage for the County by removing barriers that impede effectiveness. NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 9

11 Diversity Initiatives Recruitment and Retention The Office of Human Resources ensures the following for each position filled: A recruitment plan is developed prior to posting each position. The recruitment plan includes the duties and desired qualifications for the position, current utilization within the County, labor market availability statistics, and specific outreach efforts to be made by Human Resources, by the department, and for the specific position. The basic Human Resources outreach includes posting the announcements to all of the following: o CareerBuilder (popular job search website) o New Castle County Facebook Page o New Castle County Twitter Page o New Castle County LinkedIn Page o Tweet My Jobs - Wilmington City Councilman Darius Brown s Employment Opportunity Platform o Bulletin Boards at all County facilities and libraries o College Job Boards o NCC Job Hotline (395-JOBS) o NCCTV o All NCC employees o NCC Website o NCC Portal o distribution list of approximately 90 civic and community organizations, diversity commission members, city council members, NAACP, IMAC (Interdenominational Ministers Action Council), LACC (Latin American Community Center), alumni associations of HBCU (historically black colleges and universities), as well as to fraternal and professional organizations of people of color. In addition, departments are requested to identify additional outlets for advertising positions based on their subject matter expertise and the career field, for example, specialty organizations, magazines, and websites of professional associations. Testing process does not adversely impact any applicant or employee. A diverse slate of applicants exists for each vacant position, to the extent possible. Interview panels consist of diverse slate of raters. Selection process exists to ensure the fairness of hiring and/or promoting qualified candidates into vacant positions. The Executive Office now reviews and approves all selections prior to offers being made. Additional details are provided in the Office of Human Resources Update. Communications Ensure employees are aware of the County s commitment to diversity within the workforce. NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 10

12 Partner with the external Diversity Commission to ensure communications are effective and visible and that the County is reaching the resources that can assist us in attaining our diversity strategies. Leadership Hold County Departments accountable for diversity commitment by creating an environment where employees feel valued and can participate in high performing work groups within County Government. Ensure County Departments and Row Offices are incorporating inclusion and diversity in core functions, processes, and programs. Identify and integrate support systems that utilize and optimize diversity as key government strategy components. Training The following training courses were offered in 2016: Professionalism in the Workplace, Supervisory (I & II) and Harassment Training was offered to employees, as requested by the Departments. RESPECT in the Workplace training will continue to be offered to employees in all departments. New programs will be offered to employees by the Training Section that was newly created in Human Resources in RESPECT and Supervisory 101 training will be pre-requisites for a new management training program. OFFICE OF HUMAN RESOURCES UPDATE One unique challenge of New Castle County Government is that most employment decisions are regulated by the guidelines of seven different collective bargaining agreements and Chapter 26 of the New Castle County Code (Merit System). The Office of Human Resources staff continues to develop and update a list of diversity outreach and recruiting resources that may be used based on the position being recruited. The list below reflects resources that were utilized during Local Colleges, Universities and Other Organizations: Delaware State University - NACElink online recruitment service for free job postings. University of Delaware NACElink online recruitment service for free job postings. Wilmington University - College Central online recruitment service for free job postings. Delaware Technical & Community College DTCC Career Services online recruitment service for free job postings. Goldey-Beacom College College Central online recruitment service for free job postings. NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 11

13 Wesley College - College Central online recruitment service for free job postings. University of Pennsylvania PennLink (NACElink) online recruitment service for free job postings. Cheyney University - College Central online recruitment service for free job postings. Pennsylvania State System of Higher Education (includes 14 colleges) - College Central online recruitment service for free job postings. Job Posting List contains over 90 contacts of a diverse group of primarily local organizations such as schools (including Lincoln and Temple Universities), non-profits, community organizations, etc., that receive all open-competitive job postings. National Organizations: National Association of Black Accountants, Inc. - online diversity recruitment for accounting professionals. National Association of Black Engineers. Professional Diversity Network (Connecting Diverse Professionals to Employers That Value Diversity). The Office of Human Resources purchased a subscription service at a cost of $7,000 for the Professional Diverstiy Network to post all of our job postings to the following outlets: ihispano.com (Latinos) BlackCareerNetwork.com (African-Americans) WomensCareerChannel.com (Women) Military2Career.com (Veterans) ProAble.net (Professionals with Disabilities) ACareers.net (Asian-Americans) OutProNet.com (LGBT professionals) EBONY GreekDiversity HireVeterans.com Indeed Julu National Able Network National Association for the Advancement of Colored People (NAACP) National Association of Professional Women (NAPW) National Urban League (NUL) SimplyHired TheGrio Veterans Exchange VetJobs.Com Wall Street Warfighters Foundation ZipRecruiter NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 12

14 Job Fairs and Recruiting Events: Recruiters attended the following events in 2016 in order to maximize our opportunities for diversity outreach in the recruitment of prospective new County employees: University of Delaware Spring Career Fair Goldey-Beacom College Spring Career Fair Wilmington University Career Week Lincoln University Cheyney University Delaware Wonder/Goodwill of Delaware Delaware National Guard Military and Construction Networking Night/Associated Builders and Contractors Goldey Beacom Fall Career Fair NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 13

15 Census Data Table 1. Population Figures for the State of Delaware 2010 Census Table 1. State of Delaware Population Data -- Census 2010 s s Non- Non- s Population *State of Delaware 897, , % 462, % 279, % New Castle County 538, , % 277, % 185, % City of Wilmington 70,851 33, % 37, % 47, % NCC Less City of Wilmington 467, , % 240, % 137, % Table 2. Population Figures for the State of Delaware 2010 Census Race Geographic area population Black or African American One race American Indian and Alaska Native Asian Native Hawaiian and Other Pacific Islander Some Other Race Two or More Races Hispanic or Latino (of any race) Delaware 897, , , ,814 4,181 28, ,519 23,854 73,221 Kent County 162, , ,999 38,913 1,043 3, ,235 5,723 9,346 New Castle County 538, , , ,786 1,574 23, ,115 13,590 46,921 Sussex County 197, , ,663 25,115 1,564 1, ,169 4,541 16,954 Wilmington city 70,851 69,024 23,079 41, ,811 1,827 8,788 Source: U.S. Census Bureau, 2010 Census Table 3 shows 2010 census figures broken down by ethnic group. Note that the County keeps demographic data on employees in the form required by the Equal Employment Opportunity Commission (EEOC) for filing biennial EEO-4 reports with the federal government. NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 14

16 NCC Employees by EEO-4 Category as of 12/31/16 New Castle County Employees by EEO-4 Group as of 12/31/16 EEO-4 Category Non- Non- Non- Non- Non- s Certain Elected and Appointed Officials Officials and Administrators 29 2% 21 1% 8 1% 18 1% 13 1% 5 0% 47 3% 18 1% 15 1% 3 0% 5 0% 5 0% 0 0% 23 2% Professionals % % 28 2% % 134 9% 36 2% % Technicians 135 9% 117 8% 18 1% 40 3% 30 2% 10 1% % Protective Services % % 66 4% 51 3% 45 3% 6 0% % Paraprofessionals 13 1% 10 1% 3 0% 59 4% 46 3% 13 1% 72 5% Office/Clerical 39 3% 33 2% 6 0% % 107 7% 51 3% % Skilled Craft % 130 9% 19 1% 0 0% 0 0% 0 0% % Service Maintenance 83 6% 56 4% 27 2% 10 1% 8 1% 2 0% 93 6% TOTAL % % % % % 123 8% 1, % Please see Appendix H for additional details. NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 15

17 Available Workforce, NCC, by EEO-4 Category as of 12/31/16 Census Data for Available Workforce by EEO-4 Group, New Castle County, Delaware EEO-4 Category Non- Non- Non- Non- Non- s Officials and Administrators 22,320 8% 17,460 6% 4,860 2% 17,930 6% 12,700 4% 5,230 2% 40,250 14% Professionals 26,055 9% 18,555 7% 7,500 3% 32,535 12% 23,390 8% 9,145 3% 58,590 21% Technicians 4,415 2% 3,115 1% 1,300 0% 4,665 2% 2,955 1% 1,710 1% 9,080 3% Protective Services 4,245 2% 2,770 1% 1,475 1% 1,810 1% 820 0% 990 0% 6,055 2% Paraprofessionals 0% 0% - 0% 0% 0% - 0% - 0% Administrative Support 27,465 10% 18,760 7% 8,705 3% 51,110 18% 34,075 12% 17,035 6% 78,575 28% Skilled Craft 20,575 7% 15,470 5% 5,105 2% 1,050 0% 625 0% 425 0% 21,625 8% Service Maintenance 39,110 14% 20,475 7% 18,635 7% 29,010 10% 15,430 5% 13,580 5% 68,120 24% TOTAL 144,185 51% 96,605 34% % 138,110 49% 89,995 32% 48,115 17% 282, % Please see Appendix I for additional details. NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 16

18 As shown in Table 3 below, the full-time employee population has fluctuated somewhat over a ten-year period, however, the percentages of female and minority employees have remained relatively steady. In 2015, for the first time, the number of minorities reached 20%. Table 3. Full-Time Employee Population 12/31/ /30/2016 Date Employees s Minorities 12/31/16 1, (65.28%) 511 (34.72%) 301 (20.45%) 12/31/15 1, (65.35%) 499 (34.65%) 292 (20.27%) 12/31/14 1, (64.93%) 504 (35.07%) 277 (19.28%) 12/31/13 1, (64.69%) 505 (35.31%) 257 (17.97) 12/31/12 1, (64.02%) 507 (35.98%) 255 (18.10%) 12/31/11 1, (62.96%) 516 (37.04%) 245 (17.59%) 12/31/10 1, (62.81%) 527 (37.19%) 244 (17.22%) 12/31/09 1, (63.08%) 529 (36.92%) 254 (17.73%) 12/31/08 1, (62.90%) 555 (37.10%) 262 (17.51%) 12/31/07 1, (62.33%) 559 (37.67%) 261 (17.59%) NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 17

19 As shown in Table 4 below, females and minorities make up a greater percentage of the part-time employee population than is currently reflected in the full-time workforce. Table 4. Part-time Employee Population 12/31/ /31/2016 Date Employees s Minorities 12/31/ (26.36%) 338 (73.64%) 136 (29.63%) 12/31/ (27.03%) 351 (72.97%) 140 (29.11%) 12/31/ (27.03%) 351 (72.97%) 137 (28.48%) 12/31/ (25.88%) 335 (74.12%) 120 (26.55%) 12/31/ (25.30%) 307 (74.70%) 97 (23.60%) 12/31/ (26.59%) 302 (73.48%) 99 (24.09%) 12/31/ (26.83%) 319 (73.17%) 100 (22.94%) 12/31/ (28.07%) 310 (71.93%) 101 (23.43%) 12/31/ (25.88%) 338 (74.12%) 101 (22.15%) 12/31/ (27.71%) 313 (72.29%) 83 (19.17%) NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 18

20 New Hires, Promotions and Reclassifications The following tables summarize the new hires, promotions and reclassifications for the years 2012 through Table 5. Hires and Rehires 01/01/ /31/2016 Calendar Year Number of Hires/Rehires % s % % Minorities % (84) males 37.8% (51) females % (52) males 31.6% (24) females % (59) males 33.7% (30) females % (77) males 30.0% (33) females % (86) males 26.5% (31) females 25.9% (35) 19.3% (26) Black 4.4% (6) Hispanic 0.7% (1) Asian 1,5% (2) American Indian/Alaskan Native 30.3% (23) 23.7% (18) Black 3.9% (3) Hispanic 2.6% (2) Asian 39.3% (35) 29.2% (26) Black 6.7% (6) Hispanic 2.2% (2) Asian 1.1% (1) American Indian/Alaskan Native 26.4% (29) 20.0% (22) Black 5.45% (6) Hispanic 0.9% (1) Asian 17.1% (20) 13.7% (16) Black 2.6% (3) Hispanic 0.9% (1) American Indian/Alaskan Native Table 6. Competitive Promotions 01/01/ /31/2016 Calendar Year Number of Promotions % s % % Minorities % (41) males 27% (24) females % (35) males 40.7% (24) females % (29) males 25.6% (10) females % (30) males 31.8% (14) females % (30) males 21.1% (8) females 20% (13) 18.0% (12) Black 2.0% (1) Hispanic 18.6% (11) 15.3% (9) Black 1.7% (1) Hispanic 1.7% (1) Asian 17.9% (7) 15.4% (6) Black 2.6% (1) Asian 13.6% (6) 9.1% (4) Black 4.6% (2) Hispanic 15.8% (6) 13.2% (5) Black 2.6% (1) Hispanic NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 19

21 Table 7. Reclassifications 01/01/ /31/2016 Calendar Year Number of Reclassifications % s % % Minorities % (6) males 74% (17) females % (13) males 48.0% (12) females % (13) males 38.1% (8) females % (39) males 33.9% (20) females % (12) males 60.0% (18) females 17% (4) 13.0% (3) Black 4.0% (1) Hispanic 24.0% (6) 12.0% (3) Black 4.0% (1) Hispanic 8.0%( 2) Asian 28.6% (6) 28.6% (6) Black 15.25% (9) 13.6% (8) Black 1.7% (1) Asian 13.3% (4) 10.0% (3) Black 3.3% (1) Hispanic NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 20

22 APPENDICES Diversity Commission Charter Appendix A County Employees by Pay Grade Appendix B Training Appendix C Disciplines Appendix D County Employees by Department Appendix E Public Safety Employees by Division Appendix F Terminations Appendix G NCC Employees by EEO-4 Category Appendix H Available Workforce, NCC, by EEO-4 Category Appendix I NCC Workforce Diversity Report 2016 Information compiled by the Office of Human Resources May 2017 Page 21

23 Appendix A - Diversity Commission Charter The Diversity Commission is an advisory board which, in compliance with County Code, will monitor New Castle County s policies to 1.) promote and encourage small, minority and women-owned businesses as prime vendors and contractors and 2.) to ensure that Human Resources activities are conducted so as to provide opportunities for all, without regard to gender, race, color, religion, age, national origin, ancestry, disability, sexual orientation, veteran or disabled status. Assure workforce diversity; Business Case Promoting diversity in employment and procurement practices is both fair to County residents and good business. As our community becomes increasingly diverse, achieving diversity is more and more critical to County success. A Diverse workforce and vendor pool not only assures effective responses to community concerns, but also provides access to the full range of human talent that is available to advance the work of the County. To attract and retain a diverse workforce, we must create and sustain an environment in which the full potential and contribution of each employee can be achieved, resulting in increased productivity. Similarly, identifying and fostering business relationships with small, minority and women-owned businesses not only expands County purchasing options but also fosters economic growth in the County. A focus on achieving diversity results in a more productive and effective County Government. Diversity Commission Goals Expand business opportunities for small minority women s businesses; Promote representative membership on all NCC Boards and Commissions Coordinate activities with the Employee Diversity Leadership Group Deloris McLamb Kia Booker Donald Baker Leon Tucker Erastus Mong are Project Scope Monitor NCC s policy to promote business opportunities for small, minority and women owned businesses; Monitor NCC s policy to ensure that all human resources activities provide equal opportunity for all and ensure workforce is representative of the Community; Monitor NCC s practice regarding Boards and Commissions to ensure representation. Collaborate with/support the Employee Diversity Leadership Group. Diversity Commission Members Vice Chair Member Member Member Member Work Process Redesign - 1 -

24 Diversity Commission Goals Assure workforce diversity Encourage timely completion of an overall workforce diversity plan for NCC. Conduct six-month reviews of plan implementation. Report findings and recommendations at least annually to NCC Executive and County Council. Expand business opportunities for small, minority, and women-owned businesses Encourage timely completion of Small Business Development Program. Conduct six-month reviews of Program. Report findings and recommendations at least annually to NCC Executive and County Council. Promote representative membership on all NCC Boards and Commissions Issue reports on current conditions and recommendations. Review response to recommendations six months from point of issue. Coordinate activities with Employee Diversity Leadership Group (EDLG) Invite reports by EDLG at all meetings of the Commission. Meet jointly with the EDLG at least annually. Work Process Redesign - 2 -

25 Appendix B - Full-Time County Employees by Pay Grade as of December 31, Minorities Minorities s s County Council Elected Officials % % % % % % % % % % % % % % % % % % % % County Executive and CAO % % % % % % % % % % % % % % % % % % % % Row Officers % % % % % % % % % % % % % % % % % % % % Police Executive % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % Information compiled by the Office of Human Resources Appendix B

26 Appendix B - Full-Time County Employees by Pay Grade as of December 31, Minorities Minorities s s Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Information compiled by the Office of Human Resources Appendix B

27 Appendix B - Full-Time County Employees by Pay Grade as of December 31, Minorities Minorities s s Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Information compiled by the Office of Human Resources Appendix B

28 Appendix B - Full-Time County Employees by Pay Grade as of December 31, Minorities Minorities s s Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Information compiled by the Office of Human Resources Appendix B

29 Appendix B - Full-Time County Employees by Pay Grade as of December 31, Minorities Minorities s s Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Information compiled by the Office of Human Resources Appendix B

30 Appendix B - Full-Time County Employees by Pay Grade as of December 31, Minorities Minorities s s Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Information compiled by the Office of Human Resources Appendix B

31 Appendix B - Full-Time County Employees by Pay Grade as of December 31, Minorities Minorities s s Pay Grade % % % % % % % % % % % % % % % % % % % % Pay Grade % % % % % % % % % % % % % % % % % % % % Grand ,472 1, % % % % ,440 1, % % % % ,430 1, % % % % ,409 1, % % % % ,393 1, % % % % Information compiled by the Office of Human Resources Appendix B

32 Appendix C - Office of Human Resources-sponsored training completed 2012 through 2016 Course Name Year American Indian/ Asian/ Alaskan Pacific Native Islander Black Hispanic American Indian/ Asian/ Alaskan Pacific Native Islander Black Hispanic Adobe Acrobat X Adobe Acrobat X Grand Business Writing (BSWR) Business Writing Customer Service Effectiveness (CUST) Customer Service Effectiveness *Ethics Commission Training (ETH) Ethics Commission Training Harassment Training (HAR) Harassment Training Intermediate Excel Intermediate Excel Microsoft Office 2010 Training (MS10) Microsoft Office Training Outlook 2010 Training (OUT10) Outlook 2010 Training Outlook Web Application (OUTWA) Outlook Web Application Professionalism in the Workplace (PROF) Professionalism in the Workplace RESPECT in the Workplace (RESP) RESPECT in the Workplace Supervisory Training I (SUP I) Supervisory Training Supervisory Training II (SUP II) Supervisory Training Training s by Year Grand s * In 2016, Ethics Training was part of the Supervisory Training II module. Information compiled by the Office of Human Resources Appendix C

33 Appendix D Disciplinary Actions Suspensions with Review for Suspensions Dismissal Written Reprimands Discharge s Black/African American Hispanic Asian/Pacific Islander American Indian/Alaskan Native Black/African American Hispanic Asian/Pacific Islander American Indian/Alaskan Native Information compiled by the Office of Human Resources Appendix D

34 Grand Employees Grand Minorities Appendix E - Full-Time County Employees by Department as of December 31, Grand Non-Minority s s Minority s s Black s Hispanic s Asian/Pacific Islander s American Indian/Alaskan Native s County Council % 81.82% 45.45% 54.55% % 81.25% 50.00% 50.00% % 81.25% 50.00% 50.00% % 81.25% 50.00% 50.00% % % 72.73% 72.73% County Executive % 46.15% 69.23% 30.77% % 50.00% 71.43% 28.57% % 57.14% 64.29% 35.71% % 61.54% 61.54% 38.46% % 55.56% 33.33% 66.67% Law % 56.25% 31.25% 68.75% % 53.33% 26.67% 73.33% % 59.09% 18.18% 81.82% % 57.14% 19.05% 80.95% % 66.67% 27.78% 72.22% Finance % 81.82% 39.39% 60.61% % 83.58% 38.81% 61.19% % 83.58% 34.33% 65.67% % 84.06% 34.78% 65.22% % 81.43% 32.86% 67.14% Minority Black Hispanic Asian/Pacific Islander American Indian/Alaskan Native Information compiled by the Office of Human Resources Appendix E

35 Appendix E - Full-Time County Employees by Department as of December 31, s Grand Employees Grand Minorities Grand Non-Minority s Minority s s Black s Hispanic s Asian/Pacific Islander s American Indian/Alaskan Native s Minority Black Hispanic Asian/Pacific Islander American Indian/Alaskan Native Human Resources % 76.47% 11.76% 88.24% % 76.47% 17.65% 82.35% % 76.47% 11.76% 88.24% % 72.22% 11.11% 88.89% % 64.71% 11.76% 88.24% Administrative Services % 58.06% 58.06% 41.94% % 58.06% 51.61% 48.39% % 67.65% 52.94% 47.06% % 70.27% 54.05% 45.95% % 68.42% 50.00% 50.00% Risk Management % % 0.00% % Special Services % 82.37% 85.84% 14.16% % 83.09% 87.76% 12.24% % 84.07% 87.91% 12.09% % 84.37% 87.61% 12.39% % 84.64% 86.96% 13.04% Community Services % 76.69% 18.80% 81.20% % 75.57% 19.08% 80.92% % 77.69% 19.23% 80.77% % 82.58% 18.18% 81.82% % 82.54% 17.46% 82.54% Information compiled by the Office of Human Resources Appendix E

36 Appendix E - Full-Time County Employees by Department as of December 31, s Grand Employees Grand Minorities Grand Non-Minority s Minority s s Black s Hispanic s Asian/Pacific Islander s American Indian/Alaskan Native s Minority Black Hispanic Asian/Pacific Islander American Indian/Alaskan Native Land Use % 81.82% 59.60% 40.40% % 82.00% 60.00% 40.00% % 81.11% 62.22% 37.78% % 81.63% 61.22% 38.78% % 80.77% 62.50% 37.50% Public Safety % 82.68% 75.35% 24.65% % 82.71% 74.71% 25.29% % 83.63% 74.39% 25.61% % 84.78% 74.75% 25.25% % 84.87% 73.74% 26.26% Register in Chancery % % 66.67% 33.33% % % 66.67% 33.33% % % 66.67% 33.33% % % 66.67% 33.33% % % 66.67% 33.33% Register of Wills % 66.67% 16.67% 83.33% % 56.25% 18.75% 81.25% % 68.42% 15.79% 84.21% % 63.16% 15.79% 84.21% % 57.89% 15.79% 84.21% Information compiled by the Office of Human Resources Appendix E

37 Appendix E - Full-Time County Employees by Department as of December 31, s Grand Employees Grand Minorities Grand Non-Minority s Minority s s Black s Hispanic s Asian/Pacific Islander s American Indian/Alaskan Native s Minority Black Hispanic Asian/Pacific Islander American Indian/Alaskan Native Recorder of Deeds % 47.83% 17.39% 82.61% % 54.17% 16.67% 83.33% % 56.00% 16.00% 84.00% % 62.50% 20.83% 79.17% % 61.54% 19.23% 80.77% Sheriff % 57.14% 47.62% 52.38% % 61.90% 47.62% 52.38% % 61.90% 47.62% 52.38% % 75.00% 45.00% 55.00% % 75.00% 45.00% 55.00% Clerk of the Peace % 42.86% 42.86% 57.14% % 42.86% 42.86% 57.14% % 42.86% 57.14% 42.86% % 42.86% 57.14% 42.86% % 42.86% 57.14% 42.86% Grand % 79.55% 65.29% 34.71% % 79.72% 65.35% 34.65% % 80.72% 64.93% 35.07% % 82.03% 64.69% 35.31% % 81.90% 64.02% 35.98% Information compiled by the Office of Human Resources Appendix E

38 Grand Employees Grand Minorities Appendix F - Public Safety Employees by Division as of December 31, Grand Non-Minority s Minority s s s Black s Hispanic s Asian/Pacific Islander s American Indian/Alaskan Native s Minority Black Hispanic Asian/Pacific Islander Public Safety Police 19.78% 80.22% 80.22% 19.78% % 80.19% 78.99% 21.01% % 81.22% 77.80% 22.20% % 81.34% 78.11% 21.89% % 81.23% 77.38% 22.62% American Indian/Alaskan Native Public Safety Emergency Medical Services 10.43% 89.57% 65.22% 34.78% % 88.99% 68.81% 31.19% % 89.92% 69.75% 30.25% % 94.39% 70.09% 29.91% % 95.28% 66.98% 33.02% Public Safety Emergency Communications 15.07% 84.93% 63.01% 36.99% % 85.19% 62.96% 37.04% % 84.81% 65.82% 34.18% % 87.50% 66.25% 33.75% % 88.00% 65.33% 34.67% Public Safety Emergency Management 0.00% % 66.67% 33.33% % % 66.67% 33.33% % % 66.67% 33.33% % % 66.67% 33.33% % % 60.00% 40.00% Public Safety School Crossing Guards 0.00% % 50.00% 50.00% % % 33.33% 66.67% Information compiled by the Office of Human Resources Appendix F

39 Grand Employees Grand Minorities Appendix F - Public Safety Employees by Division as of December 31, Grand Non-Minority s Minority s s s Black s Hispanic s Asian/Pacific Islander s American Indian/Alaskan Native s Minority Black Hispanic Asian/Pacific Islander % % 33.33% 66.67% % % 33.33% 66.67% Public Safety Overall s 17.32% 82.68% 75.35% 24.65% % 82.71% 74.71% 25.29% % 83.63% 74.39% 25.61% % 84.78% 74.75% 25.25% % 84.87% 73.74% 26.26% American Indian/Alaskan Native Information compiled by the Office of Human Resources Appendix F

40 Appendix G - Terminations for Years by Reason, Ethnic Code and Gender 2016 Terminations by Reason Grand Grand Grand Minority Black Hispanic Asian/Pacific Reason Employees Minorities Non-Minority s s s s s Islander s American Indian/Alaskan Native s Miniority Black Hispanic Asian/Pacific Islander Deceased % 67% 33% 67% American Indian/Alaskan Native Discharged % 64% 73% 27% End of Term % 0% 100% 0% Resigned % 68% 59% 41% Retired % 88% 63% 37% Grand % 76% 62% 11% 51% 8% 2% 1% 0% 37% 12% 25% 11% 1% 0% 0% 2015 Terminations by Reason Grand Grand Grand Minority Black Hispanic Asian/Pacific Reason Employees Minorities Non-Minority s s s s s Islander s American Indian/Alaskan Native s Miniority Black Hispanic Asian/Pacific Islander Deceased % 100% 50% 50% American Indian/Alaskan Native Discharged % 100% 57% 43% Resigned % 80% 60% 40% Retired % 88% 65% 35% Grand % 86% 62% 10% 52% 7% 3% 0% 0% 38% 4% 34% 3% 1% 0% 0% Information compiled by the Office of Human Resources Appendix G

41 Appendix G - Terminations for Years by Reason, Ethnic Code and Gender 2014 Terminations by Reason Grand Grand Grand Minority Black Hispanic Asian/Pacific Reason Employees Minorities Non-Minority s s s s s Islander s American Indian/Alaskan Native s Miniority Black Hispanic Asian/Pacific Islander Deceased % 100% 100% 0% American Indian/Alaskan Native Discharged % 38% 63% 38% Resigned % 86% 50% 50% Retired % 89% 68% 32% Grand % 84% 62% 8% 54% 8% 0% 0% 0% 38% 8% 29% 7% 1% 0% 0% 2013 Terminations by Reason Grand Grand Grand Minority Black Hispanic Asian/Pacific Reason Employees Minorities Non-Minority s s s s s Islander s American Indian/Alaskan Native s Miniority Black Hispanic Asian/Pacific Islander Deceased % 100% 100% 0% American Indian/Alaskan Native Discharged % 50% 70% 30% End of Term % 67% 33% 67% Resigned % 80% 57% 43% Retired % 59% 59% 41% Accepted Part-time 0% 0% 0% 1% Grand % 69% 58% 16% 42% 11% 4% 1% 0% 35% 9% 27% 6% 2% 0% 0% Information compiled by the Office of Human Resources Appendix G

42 Appendix G - Terminations for Years by Reason, Ethnic Code and Gender 2012 Terminations by Reason Grand Grand Grand Minority Black Hispanic Asian/Pacific Reason Employees Minorities Non-Minority s s s s s Islander s American Indian/Alaskan Native s Miniority Black Hispanic Asian/Pacific Islander Deceased % 67% 100% 0% American Indian/Alaskan Native Discharged % 100% 88% 13% End of Term % 94% 76% 24% Resigned % 91% 56% 44% Retired % 86% 52% 48% Grand % 89% 62% 5% 57% 4% 1% 0% 0% 38% 5% 33% 4% 0% 0% 1% Information compiled by the Office of Human Resources Appendix G

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44 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 2 As Of Date: 12/30/2016 Department: Executive < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 21 Officials and Administrators Professionals Department s: %

45 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 3 As Of Date: 12/30/2016 Department: Special Services < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 21 Officials and Administrators Professionals Technicians Administrative Support Skilled Craft Service Maintenance Department s: %

46 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 4 As Of Date: 12/30/2016 Department: Community Services < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 21 Officials and Administrators Professionals Technicians Paraprofessionals Administrative Support Department s: %

47 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 5 As Of Date: 12/30/2016 Department: Land Use < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 21 Officials and Administrators Professionals Technicians Administrative Support Department s: %

48 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 6 As Of Date: 12/30/2016 Department: Public Safety < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 21 Officials and Administrators Professionals Technicians Protective Service Paraprofessionals Administrative Support Department s: %

49 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 7 As Of Date: 12/30/2016 Department: Register in Chancery < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 22 Professionals Run Date 05/15/2017 Run Time 11:25:38 26 Administrative Support Department s: %

50 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 8 As Of Date: 12/30/2016 Department: Register of Wills < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 22 Professionals Administrative Support Department s: %

51 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 9 As Of Date: 12/30/2016 Department: Recorder of Deeds < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 22 Professionals Administrative Support Department s: %

52 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 10 As Of Date: 12/30/2016 Department: Sheriff < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 22 Professionals Protective Service Administrative Support Department s: %

53 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 11 As Of Date: 12/30/2016 Department: Clerk of the Peace < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 26 Administrative Support Department s: %

54 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 12 As Of Date: 12/30/2016 Department: Law < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 22 Professionals Administrative Support Department s: %

55 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 13 As Of Date: 12/30/2016 Department: Finance < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 21 Officials and Administrators Run Date 05/15/2017 Run Time 11:25:38 22 Professionals Technicians Paraprofessionals Administrative Support Department s: %

56 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 14 As Of Date: 12/30/2016 Department: Human Resources < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 22 Professionals Paraprofessionals Administrative Support Department s: %

57 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 15 As Of Date: 12/30/2016 Department: Administrative Services < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Run Date 05/15/2017 Run Time 11:25:38 22 Professionals Technicians Paraprofessionals Administrative Support Department s: %

58 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 16 As Of Date: 12/30/2016 Department: Risk Management < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 22 Professionals Run Date 05/15/2017 Run Time 11:25:38 25 Paraprofessionals Administrative Support Department s: %

59 PeopleSoft Report ID: N_HR053 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 17 As Of Date: 12/30/2016 Department: Administration s < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Officials and Administrators Professionals Technicians Paraprofessionals Administrative Support Run Date 05/15/2017 Run Time 11:25:38 Administration : %

60 PeopleSoft Report ID: N_HR053 As Of Date: 12/30/2016 DIVERSITY BY EEO-4 GROUP BY DEPT. Page No. 18 Run Date 05/15/2017 Run Time 11:26:51 < > < > Job Family Emps Black Hispanic Asian Indian Black Hispanic Asian Indian 20 Certain Elected & Appointed Officials Officials and Administrators Professionals Technicians Protective Service Paraprofessionals Administrative Support Skilled Craft Service Maintenance County s: % End of Report

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